Abstract
Manpower training is a dynamic life giving demand in every nation, without it every of her resource cannot be put to see in a competitive economy above all, it is the quality and performance of workers that determine the sales, survival and continuity of any nation. The quality and performance of the leadership of every nation is what makes it outstanding over other. Therefore, the importance of manpower training and development in nation cannot be over emphasized and should not be under estimated. Manpower training is distinct from ordinary classroom leaving in specific technical skills and attitudinal concerns, manpower training is under and more diffused and its over all impact on national performance is consequently for more significant than the classroom work. The study of manpower training identifies the different training techniques and development programmes but it strictly based on the effect of workers effectiveness who undergo such training and the result it produces in the life of the nation.
TABLE OF CONTENT
Title page
Certification ii
Acknowledgement iii
Abstract iv
Table of content v
CHAPTER ONE
- Introduction 1
1.1 Background of the study 1
1.2 Statement of problem 5
1.3 Objectives of the study 6
1.4 Research questions 7
1.5 Significance of the study 8
1.6 Scope of the study 9
1.7 Limitation of the study 10
1.8 Definition of terms 11
CHAPTER TWO
- Literature review 13
2.1 Introduction 13
2.2 Sub-topics and Sub-headings 24
References
CHAPTER THREE
- Research design and methodology 35
3.1 Introduction 35
3.2 Research design 35
3.3 Sources/methods of data collection 35
3.4 Population and sample size 36
3.5 Sampling technique 38
3.6 Validity and reliability of measuring instrument 39
3.7 Method of data analysis 39
CHAPTER FOUR
- Presentation and analysis of data 41
4.1 Introduction 41
4.2 Presentation of data 41
4.3 Analysis of data 47
4.4 Interpretation of result(s) 48
CHAPTER FIVE
- Summary, conclusion and recommendation 50
5.1 Introduction 50
5.2 Summary of findings 51
5.3 Conclusion 51
5.4 Recommendations 52
References 54
Appendix (ces)
CHAPTER ONE
- INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The impact of training and development programme in a nation cannot be over stated. It is the life wire of every nation. A nation is viable when the employees are competent and qualified to carry out the work assigned to them, which cannot be achieved without training development programme.
Training and development programme add values to the employees, keep them abreast with new findings, and skills in their various area of responsibility which therefore guarantees the success of the nation.
Both private individuals are corporated bodies, even the government in the recent past, have learned to invest fortune to make training and development programme a success owing to the fact, the growth of any nation depends on the value or quality of her human resource.
To this end, the government in her contribution establish different agencies including the national orientation agency charged with the responsibility of informing, enlightening and education the masses on moral and contemporary issues through seminars workshops and other possible means.
However, employee training and development are at the heart of employee utilization, productivity commitment, motivation and growth. Many employees have failed in nation because their need for training was not identified and provided for as indispensable part of management function. Nation and individuals should develop and attain mutual goals.
Modern management has to develop the nation through resource development. Employee training is a specific function and is one of the fundamental operative functions of human resources management.
Meanwhile, lifetime learning is the role in today’s fast paced global economy. No matter how carefully, job applicants are screened, typically a gap remains between what employees do not know and what they should know. Training is needed to fill this knowledge gap. Employees in the United States spend up to $44 billion annually on training. As large as this amount is it not really enough. How the $44billion is spent is also a problem. Most of it is spent by big companies training already well educated manages and professional. Meanwhile, according to the American society for training and development, some 50 million workers mostly non-professional need technical or their training to perform their current jobs at peak efficiency per work, Japanese and German companies old spread their American counterpart on training and development.
Formerly defined, training is the process of changing employees behaviour and attribute through some type of guided experience. We now focus on the center and delivery of modern training, the ingredients of a good training, programme and the important distinction between skill and factual learning.
Reference to 1993 survey training magazine which covered 100 or more employees, sheds instinctive light on today’s training practices. The companies survey represented all major industries, small at least two employees medium and huge firms represented. Although training needs and approaches vary managers can get the most out of their training budgets by the following a few guidelines. According to Beach (1979:11) a training specialist every training programme should be assigned along the following lines to maximize relation and transfer leaving to the job
Thus, management development is a systematic process of growth and development by which managers develop abilities to manage.
It is the result of not only participation in formal courses of instruction but also of actual job experience it is concerned with improving the performance of the manager by giving them opportunities for growth and development. It is any planned effort to improve current of future management performance. “The role of the company in management development opportunities for its present and potential managers” exposing the employees.
To lecturers use studies, reading, job rotation, assignment and like does not guarantee that they will learn what is more important is the effort of individuals. Each individual has to make his own contribution to the development of himself. As others can only create opportunity.
Executive development is eventually something that the executive has to obtain himself. But he will do this much better if he is given encouragement, guidance and opportunity by his company.
The role of the company is to provide conditions that accelerate growth. And these conditions should be part of the national climate itself. In order to be away from the unrealistic expectation that we can create and develop managers only in the classroom.
- STATEMENT OF THE PROBLEM
It was a clear fact that there are many factors militating against the manpower training and development programmes. These problems have over the year delayed the growth of national development of our economy, such problem of dishonesty on the part of the nation, poor management planning, ethnicity among the nation and lack of training and development to the personnel.
Meanwhile, employee training and development are at the heart of employee utilization productivity commitment, motivation and growth.
Many employee have failed in nation because of their need for training was not identified and provided for as an indispensable part of management function.
A case study of national orientation agency Aba North south, Abia State.
1.3 OBJECTIVES OF THE STUDY
The purposed which this seeks to includes among other things the following:
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